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1. Human Resource
Intervention
Presented By
Amarjit
J.Ambica
Mamta
V.Naveen kumar
Priyanka
Purnendu Sekhar Dash

2. Organization Development
Intervention
 A sequence of planned
activities, actions, and events intended to
help an organization improve its
performance and effectiveness.
 Intervention purposely disrupt the status
quo.

4. Intervention Characteristics
• Need/Goal specificity
• Scope/Level of change target
• Focus/Purpose
• Internal support
• Sponsorship
• Programmability

5. HR Process Intervention
These issues deal with social processes occurring
among organization members, such as
communication, decision-
making, leadership, and group dynamics.

6. Different Types :
 Individual based: coaching, counselling,
training, Behavioural modelling, delegating,
leading, morale boosting, mentoring, motivation,
etc.
 Group based: conflict management,
dialoguing, group facilitation group learning, self-
directed work teams, large scale interventions,
team building, and virtual teams.
 Inter-group based: Organization
mirroring, third party peace making
interventions, partnering

7. Human Process Intervention
 T-Groups
 Process Consultation
 Intergroup activities / Relationships
 Team Building

8. Cont…….
 Third-party Peacemaking Interventions
(Conflict Resolution)
 Organization Confrontation Meeting
 Large-group Interventions
 Grid Organization Development

9. HRM Intervention
 Goal Setting
 Performance Appraisal
 Reward Systems
 Career Planning & Development
 Coaching and Counseling Activities
 Managing Work Force Diversity
 Employee Wellness

10. Effective interventions can be
determined by 3 criteria
① The extent to which it fits the needs of the
organization
a. Valid information
b. Free and informed choice
c. Internal commitment
② The degree to which it is based on causal
knowledge of intended outcomes.
③ The extent to which it transfers change-
management competence to organization
members.

11. Designing Effective Interventions
is contingent upon
1. Individual differences among
organizational members, organizational
factors, and dimensions of the change
process itself.
2. Situational factors
 Readiness for Change
 Capability to Change
 Cultural Context
 Capabilities of Change Agent

12. HR Intervention and Consultation

13. Thank You